Background and Fingerprinting FAQs

To protect the campus community and its assets, the university must be certain individuals assigned to campus positions have no history of criminal behavior relevant to their employment. Although this policy is no guarantee against criminal acts, it does reduce the likelihood of crime, and may reduce the campus’s liability if a crime occurs. It also helps protect hiring departments from the possibility of lawsuits; potentially saving time and boosting morale. 
Read more about our reference checks and background verification policy,  which helps ASU identify the best-qualified candidates for employment at the university.

Department HR specialists must request a complete background investigation report on all final candidates who are offered jobs. 

Pre-employment background checks can be conducted through HireRight Inc. The service includes  employment verification, professional references, professional licensure or certification and academic credentials. Criminal history background checks must be conducted by HireRight Inc. The company also conducts motor vehicle checks, if required.

 

When a current ASU employee transfers to another ASU position or a former ASU employee is rehired within 60 days from his or her last day of employment, a criminal background check is not required of the new position unless the employee has not had a criminal background check during his or her previous employment with ASU. If the position is security or safety-sensitive, per ARS 15-1649, the employee shall submit a full set of fingerprints to the university for the purpose of obtaining a state and federal criminal record check pursuant to §41-1750 and Public Law 92-544.

Examples of when a current employee would need a background check:
•If an employee is rehired after 61 days, a new background check must be completed. Prior to 61 days, no BGC is required.
•If an employee transfers to another non-security-sensitive position and has already had a BGC, a BGC is not required.
•If an employee transfers to another non-security-sensitive position and has never had a BGC, a BGC is required.
Note: Background checks started in 2007.

Examples of when a current employee would need fingerprinting:
•If an employee is transferring to another security-sensitive position in the same department, a new set of fingerprints is not necessary.
•If an employee is transferring to another security-sensitive position in a different department, a new set of fingerprints must be completed.
•If an employee is taking an additional job in the same department, a new set of fingerprints is not necessary.
•If an employee is taking an additional job in a different department, a new set of fingerprints must be completed.
日本一本道a不卡免费•If an employee is working with minors that fall within the scope of the minors on campus policy, a fingerprint check is required every three years. Employees with valid Arizona fingerprint clearance cards must validate their cards every three years by OHR.

Criminal background checks are required before an individual begins work. Typically, the criminal background check is requested when a finalist for a position is identified. If the background check has been requested but is not yet completed, the hiring official may extend a conditional offer of employment to the candidate, conditioned on a satisfactory background check.

If the position is designated as a “security or safety-sensitive” position, then the candidate must undergo a fingerprint check in lieu of the standard background check, per the terms of the reference check and background verification policy ACD-126.

Where a position is determined to require a fingerprint check as a condition of employment, the department does not also need to do a criminal conviction check through HireRight Inc. The hiring department should check the applicant’s employment history and references. If the applicant has previously been employed at ASU, the hiring department should check with HR to review the individual's personnel file.  If the position includes duties, such as driving, then the hiring department should verify that the applicant has a valid driver's license. They can do this through HireRight Inc for a fee. The hiring department can contact the Arizona Department of Education if the position requires the applicant to have certification from that department such as a teaching certificate. 

This policy is not based on FTE. The policy applies to all full-time and part-time faculty, administrative, academic, university staff, waivers and emergency hires. Refer to reference check and background verification policy ACD 126 and the recruitment policy 
SPP 201-01.

The background check should be initiated during the normal hiring process when a finalist is identified. At the time of the interview, the hiring department will complete the following actions:

A standard background check goes back seven years into the applicant’s history. The fingerprint investigation only applies to positions designated as “security or safety sensitive.” This investigation reviews an individual’s entire criminal history based on their fingerprints. FBI database maintains a person’s record until the person is 99 years old.

A fingerprint investigation is necessary for ASU-designated security or safety-sensitive positions. These positions include, but are not limited to following statements:

•Senior level administrators and others with significant financial oversight responsibilities, including but not limited to, the president, provost, vice presidents, vice provosts, deans and department heads and directors designated by senior level administrators.

•Positions that have direct contact with minors who are not enrolled students at Arizona State University and where the safety and the welfare of the minors are entrusted to the university’s care, will require a fingerprint check.

•Positions that have direct access to CDC—APHIS biological select agents and toxins, as defined by the USA Patriot Act of 2001 and the Public Health Security and Bioterrorism Preparedness Response Act of 2002, except where excluded by law because the principal investigator does not, at any time, exceed the select agent regulatory threshold quantities specified under the applicable regulations.

•Positions with unrestricted access to residence hall private rooms.

•Information technology positions responsible for the oversight and management of ASU computer systems and data accessibility that may expose ASU to significant liability. Other positions designated by a dean or vice president as security or safety-sensitive. A dean or vice president may designate a position as security or safety-sensitive by notifying and justifying to the OHR associate vice president that the position’s responsibilities may expose the university to significant liability. The associate vice president may consult with knowledgeable subject experts as appropriate to the circumstances of the position’s duties for which the designation is proposed.

•Finalists who indicate a prior felony conviction on their consent and disclosure background check form.

•Positions that handle financial transactions as a job responsibility. These responsibilities include but are not limited to: approval authority within the accounting system, collection or handling cash or checks, writing or approving checks, having access to a direct money stream, being an authorized ASU purchasing cardholder or manager or being a fiduciary to ASU. Exempted from this fingerprinting requirement are staff hired for only a specific event held only once or twice a year and not for cash and check handling on a continuing basis.

•Employees of the ASU police department. Pre-employment screening of these individuals shall be conducted in accordance with ASU PD hiring protocols.

日本一本道a不卡免费Yes, all staff and faculty International applicants are required to undergo a background check.

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